HR Application Article Review Sample
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Morgan Stanley is an organization, large, but with succinct mission statement that exhibits their objectives. Targeting to be the world’s top and best investment ban, it has a definite organizational structure with both top management, middle management and the lower levels of the workers. Of significance to the company is the department of Capital Marketing Services which was designed in a bid to make the company respond to the needs of the clients. Among the most emphasized of strategies employed by the firm is the aspect of each employee being a team player. Consensus was the culture adopted ever since the company took up a new manager.
The main evaluation points of performance of the organization employees include professional skills, commercial orientation, teamwork and leadership as well as management effectiveness. Rob Parson is an employee of Morgan Stanley attributed to good marketing skills and an important asset for the company to succeed in the department of CMS that is one seen to have high turnover rates due to the difficulty of the job. However, self-evaluations and performance evaluations have revealed he is not a team player and would go out of the norms of the company to succeed in endeavors he undertakes. He, for this reason, poses a dilemma to his superior whether he should post him as an eligible candidate for promotion to the promotion committee due to his skills and ignore the other aspect of him being rebellious.
The concept of mission statement has been used by the company. Mission statements give the entire fraternity of the organization the scope of objectives and strategies that should be set and used in achieving their goals. Developing objectives that are in line with the mission statement is the best way for the employees to be able to keep on track and be able to measure their achievements throughout the financial year of the company. Morgan Stanley is one among the companies that have taken up this concept and can define the performance of their employees. In the US, the libraries have their own mission statements which have their measurements against the standards set by the AASL (American Association of School Librarians). This enables them to be efficient in their work as their targets are clear due to the mission statement(Keeling 2013).
Performance evaluation is another aspect of Human Resource embraced by Morgan Stanley. Identifying key aspects provided for in the mission statement and using them to measure the performance of the employees and be able to gauge the level of skill and abilities of each employee in achieving organizational goals. Also, it forms the basis upon which the organization culture has its foundation. A consistent and fair performance evaluation might lead to a culture where the employees are hard working. E-bay can hold testimony to the importance of performance evaluation. They have a strict protocol to follow and the productivity is highly measured with little tolerance to underperformers. The success of this company over the years is quite remarkable owing to this particular strategy of performance (Walia and Zahedi 2013).
Morgan Stanley also has a clear and well-organized structure. An instance of the CMS that is newly created is available in the case study. The company is grouped into departments such as the CMS with leaders to give it guidance and control. Robert Parson was given the management position in the CMS department to be the pilot of the department and he reported to Paul Nasr. A good example is the news corporation who have a definite structure. Since the recent split, their structure is more definite and the results of this type of operations are humongous (Benjamin and Calabresi 2011).
As much as the company seems perfect, the case study raises an ethical question regarding the case of Rob Parson. Him being able to get a solution to the situation without following the company’s procedures of consensus, does it really make him rebellious and ineligible for the promotion? Another element that has evaded understanding is regarding the performance evaluation and the company culture. Should someone follow the procedures of the company even if it means that it is in the expense of achieving the goals of the company?
Benjamin, M., & Calabresi, M. (2011). News Corp.'s U.S. Hacking Problem. Time, 178(6), 42-45.
Keeling, M. (2013). MISSION STATEMENTS: RHETORIC, REALTY, OR ROAD MAP TO SUCCESS?. Knowledge Quest, 42(1), 30-36.
Walia, N., & Zahedi, F. M. (2013). Success Strategies and Web Elements in Online Marketplaces: A Moderated-Mediation Analysis of Seller Types on eBay. IEEE Transactions On Engineering Management, 60(4), 763-776. doi:10.1109/TEM.2013.2272194.
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